Browsing by Author "Jayarathana, S. M. D. Y."

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The Effect of Financial and Non-Financial Rewards on Employee Performance
(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Wijesooriya, W. A. K. P.; Jayarathana, S. M. D. Y.
Employee performance is substantial to any organization as it drives the business for success or failure. Thus, researchers continuously focus on conducting studies around this phenomenon. Though there are several studies on employee performance, there are still debates on how financial and non-financial rewards impact on employee performance. Hence, this study investigates the effect of financial and non-financial rewards on employee performance of employees at Emjay Penguin (PVT) Ltd. With the support from previous theoretical models and literature, the researcher has developed hypotheses, and used a personally administered questionnaire developed using standard measures ensured the reliability and validity. An exploratory cross sectional quantitative research design is applied to a sample of 90 respondents. Correlation and multiple linear regression analysis are used to test seminal theory that predict relationships between financial and non-financial rewards on employee performance. Findings revealed that financial and non-financial rewards have a significant positive relationship with employee performance where non-financial rewards have slighter higher impact than financial rewards on employee performance.
Features of an Online Job Advertisement that mostly Influence Job Seekers’ Intention to Apply for a Particular Job Vacancy: Moderating Role of Organizational Attractiveness
(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Neydorff, I. S. F.; Jayarathana, S. M. D. Y.
Presently, the world of recruitment pays an increasing interest on online recruitment where designing an attractive online job advertisement has become crucial to attract potential applicants’ intention to apply for a particular job vacancy. To design an online job advertisement that trigger intention to apply for a job vacancy, recruiters should pay close attention to the content or the features of the advertisement. Thus, this study focused on determining the features that significantly affect intention to apply of Commerce and Management undergraduates in the University of Kelaniya, Sri Lanka and the moderating role of organizational attractiveness. Data were collected from 146 respondents through a questionnaire developed using standard measures validated by previous researchers. The researcher found that organizational culture and HR offerings are the two features considered by the most respondents out of work characteristics, employee portrayal, organizational culture, aesthetic appeal of the advertisement and HR offerings. Furthermore, the study revealed that organizational attractiveness as a strong moderator to strengthen the relationship between features of an online job advertisement and intention to apply. The study contributes to knowledge domain on recruitment while adding valuable insights to recruitment personnel and organizations in identifying features of an online job advertisement that mostly considered by applicants who intend to apply for a particular company
The Impact of Job Involvement on Job Hopping of Marketing Employees of “Y” Generation in Telecommunication Sector in Sri Lanka
(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Arachchi, D. K. K. K.; Jayarathana, S. M. D. Y.
The main purpose of the study is to examine the impact of the job involvement on job hopping of marketing employees of “Y” generation in telecommunication sector Sri Lanka. Further, this study examines the moderate impact of organizational commitment on the relationship of job involvement and job hopping. This is a quantitative, cross sectional study which was carried out as an individual level study with a sample of 100 marketing employees, whose age range is 24-38 (Y generation). Survey strategy was followed and self- administered pre tested questionnaires were used to collect data. The study revealed that there is a negative relationship between job involvement and job hopping and organizational commitment significantly moderates the impact on the relationship of job involvement and job hopping. This study will significantly help managers to identify how to reduce job hopping of employees by increasing job involvement and organizational commitment.
Impact of Job Satisfaction on Organizational Citizenship Behavior
(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Madhushanki, P. A. S.; Jayarathana, S. M. D. Y.
Although a vast amount of researches have been done on the relations of job satisfaction and Organizational Citizenship Behaviours (OCB) in western or foreign context, there is a little empirical evidence in domestic context. Further, researchers argue that OCB can be diverse in different cultures. Thus, this study was conducted to identify the impact of job satisfaction on OCB in Sri Lankan context. Sample of the study was 70 managerial level employees in Hirdaramani Knit Apparel Wathurugama and Kiridiwela clusters and used personally administered questionnaire developed using standard measures. Multiple linear regression was used to test the developed hypotheses while percentage and graphs were employed for the purpose of descriptive analysis. The findings showed that job satisfaction significantly impact on OCB. Furthermore, the study examined the impact of dimensions of job satisfaction both extrinsic and intrinsic on OCB and revealed intrinsic job satisfaction explains more on OCB than extrinsic job satisfaction. Therefore, this study highlights the significant of maintaining employees’ job satisfaction and specially providing intrinsic motivational factors to enhance OCB